Pros and cons of removing personal information prior to the screening and short listing of applicants for employment
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Identify the pros and cons of removing personal information, such as age, gender, ethnic origin, and family or marital circumstances, prior to the screening and short listing of applicants for employment. Take a position for either removing or retaining such information.
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1) I want a typical and a quality answer which should have about 830 words.
2) The answer must raise appropriate critical questions.
3) The answer must include examples from experience or the web with references from
relevant examples from real companies.
4) Do include all your references, as per the Harvard Referencing System,
5) Please don’t use Wikipedia web site.
6) I need examples from peer reviewed articles or research.
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SAMPLE ANSWER
Every employee has personal information with regards to age, ethnic origin, gender, and marital status that can possibly be captured, or left out prior to screening and shortlisting of employment application. Removing or retaining personal information has possible implications that should adequately be considered during shortlisting.
Mollick (2010) argues that the removal of the personal information helps a person to have maximum privacy in accordance to the Freedom Act and the Privacy Act that forbids a company from releasing an employee’s personal information.Some information like the payroll information in the case of federal agencies is exempted from the public disclosure and this can only happen when a person has declared his information to be released to the public (Iannarelli & O’Shaughnessy, 2014).The failure not to assess the employee’s personal information makes them have a complete trust on their employer since they are sure that such information will not be used in a biased manner against them. Most employees are free to release their personal information to their employers but they would not wish that this information be used against them for discrimination purposes in their workplace. In a case where trust is lost, employees tend swift to places where they are treated better such that their personal information is not necessary for employment purposes. Some people fail to avail their personal information since they think by doing that they will have invaded their personal liberty and this helps them not to reveal their background checks to their employer. A mistake done in the youth may affect a person in that they don’t get a certain job and if they do not disclose their personal information to their employees they secure the job at hand. Over the year, people have been discriminated in their workplace due to ethnic origin, religion, gender, and background. Concealing such personal information is the only chance that can help reduce such forms of discrimination.
The removal of personal information is useful since it helps one not to be able to sell another person’s information to unscrupulous persons that may use such information in unnecessary means. In the case of personal property like the driving licenses, it is important not to give such personal information to the employer for easy retrieval in case such documents get lost. Not disclosing personal information helps victims to be able to protect themselves from the thief’s who have intentions of hacking their systems or acquiring property from them through unauthorized means.The ability not to disclose personal information’s helps one to be sure that his information is not being misused or even it is not compromised by organizations or their employers for their own benefits and not issues related to their duties. Thorough background checkup protects the employers not to have problems in their future lawsuits with their employer.
It is advisable to have a specific person who receives company office calls since it is good to have one person who is trusted in safeguarding employee’s information (Blanpain, 2014). On the other hand, background checks are very expensive in terms of money since most employers tend not to carry thorough checks on the people they are about to employ since its highly expensive to do so.Litigation is evident in most companies since they failed to carry enough background check on the people they were employing, a good case example is Wal-Mart, which was involved in the negligence lawsuit in matters related to employees personal information (Teevan & Jones, 2006). The employer can highly be penalized by not dealing with private information or data that is provided to him in irresponsible manner and this may bring problems on the side of the employee. Carelessness of losing personal information may lead to heavy fines which may make the employers be compromised by the court to pay them.The company that gets access to personal information or even the doings of those persons and fails to handle it well may find itself in problems if such information was to get into the wrong hands; hence they need to be very sensitive on such information.According to Charters (2005), the extensive background checks carried out by company employers may be very crucial to a person’s livelihood and this explains why companies should not make errors while performing background checks.Terrorist attacks have contributed to the result of high security check since it is hard to get a job without undergoing serious security check for the employer to be sure of the type of a person he is dealing with.
However, disclosing the personal information of the employees also has some benefits (Iannarelli & O’Shaughnessy, 2014). Disclosing such personal information helps the HR department to prove to the management and the general public that they are fair in their recruitment and that all the demographic groups are incorporated. This is highly important in cosmopolitan zones and ethnically mixed population, whereby any form of discrimination is highly sensitive. In addition, displaying personal information enables the HR department to plan for necessary adjustments with the aim of ensuring that all the demographic groups are represented. A particular demographic group can be good in doing a particular task within the organization and thus, such personal information can be used by HR for their employee placement.
References
Blanpain, R.2014. Protection of Employees’ Personal Information and Privacy. Wolters Kluwer Law & Business
Charters, D. 2005.Managing employee personal information. CMA Management. Vol. 79 Issue 2, p14-15
Iannarelli, J. & O’Shaughnessy, M. 2014.Information Governance and Security: Protecting and Managing Your Company Proprietary Information. Butterworth-Heinemann, 1 edition
Mollick, J.S. 2010.Determinants of perceived trustworthiness in managing personal information.International Journal of the Academic Business World. Vol. 4 Issue 1, p19-28
Teevan, J. &Jones, W.2006.Personal Information Management.Communications of the ACM. Vol. 49 Issue 1, p40-43
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